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ORGS Final > Chapter 9 > Flashcards

Chapter 9 Flashcards

1
Q

unions

A

organizations formed for the purpose of representing their members interests and resolving conflicts

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2
Q

labour relations

A

emphasize skills that managers and union leaders can use to cultivate effective labour management corporation

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3
Q

labour relations involves 3 levels of decisions

A
  1. labour relations strategy
  2. negotiating collective agreements (contracts)
  3. administering collective agreements (contracts)
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4
Q

labour relations strategy

A

involves how the org. will work with unions to develop (or maintain) non-union operations

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5
Q

negotiating collective agreements

A

involve decisions about pay structure, job security, work rules, workplace safety, and other issues

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6
Q

administering collective agreements

A

involve day-to-day activities where union members and the org. managers may have disagreements

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7
Q

craft industrial unions

A

members have a particular skill or occupation

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8
Q

public sector unions

A

represent employees who work in the public sector
- CUPE is the largest public sector union

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9
Q

the Canadian labour congress (CLC)

A
  • is Canada largest labour organization
  • is the umbrella org. for dozens of affiliated Canadian and international union
  • represents more than 3 million workers in Can.
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10
Q

union local

A

consists of unionized workers from a particular department, location, industry, or sector that are covered by a collective agreement

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11
Q

union steward

A

an employee elected by union members to represent them in ensuring terms of the agreement are adhered to

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12
Q

the decline in union membership has been attributed to several factors including:

A
  • change in the structure of the economy
  • management efforts to control costs
  • HR practices
  • government regulations
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13
Q

management goals (8)

A
  • maximize profits
  • efficient and cost-effective operations
  • business competitiveness
  • organizational change
  • flexible work practices
  • training and developing skills
  • employment and pay equity
  • variable pay
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14
Q

labour union goals (8)

A
  • improving wages and salaries
  • employment and pay equity
  • training and skill development
  • pensions and health benefits
  • employment security
  • giving members a voice
  • improving work conditions
  • worker safety
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15
Q

society goals (5)

A
  • ensuring neutral rules to provide a balance of power between unions and employers
  • generation of employment
  • safety of workers and the public
  • undisrupted supply of goods and services
    -prevention of unfair labour practices
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16
Q

social unionism

A

union activities that involve engagement with social justice struggles beyond the workplace

17
Q

the Rand Formula

A

is a union security provision that makes the payment of labour union dues mandatory even if the worker is not a member of the union

18
Q

checkoff provision

A

the employer deducts union dues from employees’ paycheque (and remits the funds to the appropriate union)

19
Q

union membership (or contribution) provision

A
  • the strongest union security is a CLOSED SHOP where a person must be a union before being hired
  • the UNION SHOP is an arrangement that requires an employee to join the union within a certain time after beginning work
20
Q

main features of labour legislation in Canada:

A
  • methods to certify a union
  • requirement of the employer to recognize the union chosen
  • responsibility to bargain in good faith
  • employer required to deduct union dues from employees
  • minimum length of collective agreement
  • regulation of strikes and lockouts
  • the creation of labour relations board
  • prohibition of unfair labour practices
21
Q

unfair labour practices - MANAGEMENT

A
  • interfering in the formation of a union
  • discriminating based on union membership
  • intimidating or coercing an employee to join/not join
22
Q

Labour Relations Board (LRB)

A

serves as a specialized quasi-judicial tribunal with the authority to interpret and ensure the labour laws in its jurisdiction

23
Q

unfair labour practices - UNIONS

A
  • tyring to bargain with the union is not the certified agent
  • failing to represent employees fairly
  • illegal strikes
24
Q

decertifying

A

the right to vote out an existing union

25
Q

collective bargaining

A

a union negotiated on behalf of its members with management representatives to reach an agreement defining conditions of employment and to establish methods to resolve term of collective agreement

26
Q

collective bargaining stages

A
  1. union and management do the groundwork for bargaining
  2. exchange of demands and establishment of rules and procedures
  3. reaching an agreement
27
Q

strikes and lockouts are costly and disruptive – 3 alternatives for conflict resolution are:

A
  1. mediation
  2. conciliation
  3. arbitration
28
Q

mediation

A
  • least formal and most widely used
  • mediator listens to both sides and facilitates problem resolution
  • no formal authority for resolution
29
Q

conciliation

A
  • conciliator helps identify reasons for the dispute
  • conciliator may recommend settlement but parties may decline
30
Q

arbitration

A
  • most formal intervention
  • an arbitrator or arbitration board determines a binding settlement
31
Q

grievance procedure

A

process for resolving conflicts in a collective agreement

32
Q

grievance procedure - step 1

A
  • employee and union steward discuss problem with the supervisor
  • union steward and employee decide whether the problem was resolved or if the contract was violated
33
Q

grievance procedure - step 2

A
  • written grievance is submitted to the production manager
  • based on discussion of grievance with steward, management puts response into writing
34
Q

grievance procedure - step 3

A
  • union appeals grievance to top management and senior labour relations staff
  • additional local or national union officers may be involved
  • decisions resulting from appeal are put into writing
35
Q

grievance procedure - step 4

A
  • union decides whether to refer unresolved grievances to arbitration
  • union appeals grievance to arbitration for binding decision

ORGS Final (7 decks)

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